In this assignment, you will be writing a 1,000-1,250-word essay describing the differing approaches of nursing leaders and managers to issues in practice. To complete this assignment, do the following:
Select an issue from the following list: nursing shortage and nurse turn-over, nurse staffing ratios, unit closures and restructuring, use of contract employees (i.e., registry and travel nurses), continuous quality improvement and patient satisfaction, and magnet designation.
Compare and contrast how you would expect nursing leaders and managers to approach your selected issue. Support your rationale by using the theories, principles, skills, and roles of the leader versus manager described in your readings.
- Identify the approach that best fits your personal and professional philosophy of nursing and explain why the approach is suited to your personal leadership style.
- Identify a possible funding source that addresses your issue. Consider looking at federal, state, and local organizations. For example: There are many grants available through the CDC, HRSA, etc.
- Use at least two references other than your text and those provided in the course.
- Prepare this assignment according to the APA guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.
Expert Solution Preview
Title: Approaches of Nursing Leaders and Managers to Issues in Practice
Introduction:
In the field of nursing, leaders and managers play crucial roles in addressing various issues that arise in practice. This essay aims to examine and compare the differing approaches of nursing leaders and managers to a selected issue. Furthermore, this essay will discuss the personal and professional philosophy of nursing and leadership style, as well as identify a possible funding source for the chosen issue.
Selected Issue: Nurse Staffing Ratios
Nursing leaders and managers approach the issue of nurse staffing ratios from different perspectives. Nursing leaders focus on the broader aspects of nursing care delivery, strategic planning, and shaping the overall organizational culture. On the other hand, nursing managers are responsible for the day-to-day operational aspects of staffing, scheduling, and ensuring that adequate resources are available for providing quality patient care.
Nursing leaders, guided by their strong theoretical knowledge and understanding of healthcare systems, recognize the importance of maintaining appropriate nurse staffing ratios. They emphasize the benefits of providing safe patient care while ensuring job satisfaction and retention among nursing staff. Leaders advocate for evidence-based practices, such as the use of standardized nurse-patient ratios, to maintain quality care delivery and prevent burnout among nurses.
In contrast, nursing managers, driven by their practical knowledge and skills, approach nurse staffing ratios by considering the immediate needs and demands within the healthcare organization. They may face challenges related to budget constraints, fluctuating patient volumes, and the availability of qualified nursing staff. Managers utilize their skills in resource allocation, such as utilizing contract employees (registry and travel nurses), to meet staffing requirements during peak demand periods or unit closures.
Personal and Professional Philosophy of Nursing Leadership:
My personal and professional philosophy aligns with the approach of nursing leaders in addressing nurse staffing ratios. I believe that maintaining appropriate staffing levels promotes optimal patient outcomes and enhances the work environment for nurses. A well-staffed nursing unit ensures that each patient receives the necessary care and attention while preventing nurse burnout and improving job satisfaction.
As a nursing leader, my leadership style incorporates transformational leadership principles. I aim to inspire and motivate nursing staff, encouraging them to strive for excellence in their practice. By fostering a collaborative and supportive work environment, I believe that nurses can be empowered to deliver high-quality care and navigate challenging situations.
Possible Funding Source:
To address the issue of nurse staffing ratios, one possible funding source that could be explored is the Health Resources and Services Administration (HRSA). HRSA provides grants aimed at improving the quality of healthcare delivery, including supporting initiatives for nurse workforce development and enhancing the nursing work environment. By securing funding from HRSA, healthcare organizations can invest in recruiting and retaining nursing staff, training programs, and implementing evidence-based staffing models, ultimately leading to improved patient outcomes.
Conclusion:
In conclusion, nursing leaders and managers adopt different approaches in addressing the issue of nurse staffing ratios. While nursing leaders focus on overall strategic planning and shaping organizational culture, nursing managers concentrate on operational aspects to meet immediate staffing needs. Personal leadership style and philosophy play a significant role in determining the preferred approach. Exploring funding sources, such as HRSA, can provide crucial support in addressing nurse staffing ratio challenges and improving the quality of patient care.
